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9/4/2020

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Administrative Supervision: Supervisor as Manager

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Welcome! Here are a few tips.

Administrative Supervision: Supervisor as Manager Administrative Supervision: Supervisor as Manager

Supervisor Foundation Training


Administrative Supervision: Supervisor as Manager 3

Introductions – Virtual Ball Toss

Name County Position Time in supervision/leadership position

Choose the next person to introduce themselves

Getting to Know You….

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Stages of Group Development


Introduction Activity: Team Resumes


Stepping Up to Supervision

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Putting the Pieces Together

Admin/Manager

ClinicalSupportive/Team Leader

Four Roles of Supervision:

Administrative

Educational

Supportive

Clinical

Review of Kadushin’s model


Child Welfare in Wisconsin

WI DCF Mission

Nurtured & safe children

Prevention/ Intervention

Access to care &

education

Secure & meaningful employment

Engagement of fathers

Wisconsin CW Model for Practice

Values and PrinciplesTrustRespectEngagementAccountabilityTrauma‐InformedCulturally ResponsibleWorkforce SupportFamily‐Centered


Wisconsin Child Welfare Model for Practice

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Activity: Operationalizing the Wisconsin CW Model for Practice Skills

3 specific examples of how you model these skills with your staff

What would you see that indicates your staff are practicing what you model as a supervisor?


Supervisor as Self Aware


Management & Leadership

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Leaders and Managers


Leadership Tasks

Do the right things

Do things right

Do the right things right


Transfer Time‐ Day One

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Day Two



Your mission:

Develop one practice challenge question that relates to the concepts discussed yesterday as it relates to being a supervisor.

Questions should relate to worries, concerns or how‐to’s in implementing what was learned.

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Super Mission


Management Tasks of the Supervisor

Caseload/Workload Management

Scheduling

Supervision of Staff/Cases

Meeting Management

Managing Documentation

Time Management

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Conflict Management


Compromise

Avoid it

Talk it out

Negotiate

Chance

Ignore

Take turns

Apologize

Share

Postpone

Humor

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Second Grade List


What would you like to see happen? What does that look like for you?

Can you tell me about that?

What about this situation is most troubling for you? What’s most important to you?

Are you willing to share the impact this has had on you? Are you willing to hear my perspective?

What would it take for us to be able to move forward? How do we get there?

What ideas do you have to meet both of our needs?

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Conflict Resolution at Work for “Dummies” (Made Simple)

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What did you learn from this activity that will help you in your role as a supervisor?

What did you learn NOT to do when attempting to address conflict and why would you avoid doing this?

How did power and/or leadership show up in the way “supervisors” in the role play attempted to handle the conflict?

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Conflict Management Exercise: Process Questions


Video: Building the Airplane While Flying


Readiness for Change

Readiness for

Change

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1. Individually: Draw a picture or write a statement about your attitude towards change

2. Small group: Explain your attitude towards change. Read the group scenario and discuss how you’d like to be approached

3. Report Out: “Reporter” from each group provides an overview of approaches used

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Activity Regarding Change


Do you anticipate staff having similar reactions to change?

How might you approach each of them based on this exercise?

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Individual Activity


Keys to Successful Change

Use Strengths‐based perspective

Empower team members

Create momentum through small changes

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Darwin’s Perspective

“It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change.”

‐ Charles Darwin

Portrait of Charles Robert Darwin (1809‐1882), BiologistPhotographer: Ernest Edwards, London. (Photographic company)

http://www.sil.si.edu/digitalcollections/hst/scientific‐identity/intro.htm


Analyzing Performance Problems


Step One: What’s the issue?


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Step Two: Is it worth your time?



Step Three: Do Employees know their performance is not what it should be?



Step Four: Do Employees know what is supposed to be done?


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Step Five: Do Employees knowhow to do it?



Step Six: Could the employees do it if they wanted to?



Implementing Change

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Welcome! Here are a few tips. · The chat button is on the navigation bar ... Are you willing to...

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